A Historic Video From The Son Of My Mentor Ron Lippitt

March 19, 2017

My daughter, Arielle, asked me to share with her what I knew about OD families. Here is a son, Larry Lippitt, of one our founders in action.

I did the first community development intervention in Minnesota at Duluth with Larry’s father, Ron. We did a preferred future lab.

Larry shares significant history. Preferred Futuring is one of the first 5 or so of the large group modalities. Others are Appreciative Inquiry, Search, Future Search, Open Space  Technology and Kathie Dannenmiller’s Whole Scale Change. Kathie lived next door to Larry and Ron Lippitt and considers Ron her primary mentor. Ron influenced me before Kathie had a relationship with him. I read his Planning of Change book that was published in the late 50s in the early 60s.  The book said that the best group work education was at GeorgeWillams so I spent a year there. WOW. What an experience. Even Statistics was a T-Group.

Enjoy this historic video that I obtained from a new relationship with Professor Gerhard Fratzer from Germany.

My professional vision is simply to bring alive the legacy of Ron Lippitt and Kathleen Dannemiller.


OD, Yoga, Technology and Love

February 22, 2017


Reading this brought a tear to my eye. Just this morning I was creating a new yoga program using secret technology with a device I named the “Rocket.” I decided to use the word “LOVE” as the mantra or point of concentration.

The story how I came to such a conclusion is a book in and of itself.  Here is an short version: I am a degreed philosopher. One of my two living gurus is Peter Koestenbaum. In my opinion, Dr. Koestenbaum is most significant leadership philosopher of the last century. With his help and doing yoga and practicing OD on a daily basis, I concluded at my extended silent Jesuit Ateneo retreat with my wife a year ago that Life is ALL ABOUT INFINITE LOVE.

So Einstein and yours truly, an un-famous farm boy from rural Minnesota, and I have come to the same conclusions about Divine Life. Love is the answer. And now the tears… I write this to share with my daugher Arielle Therese who is superseding my life’s yoga transformation and OD practice.

Einstein’s letter to his daughter 

Re-publication of 3 Key Ed Schein Videos

February 3, 2017



A link to 3 excellent videos by Dr. Schein

I was working this morning on my role as advisor to the “Future Leadership Project” in India. I neither believe in Advice nor projects. And Harvard Research says that CEO’s give leadership development these days a great big fat “F.”  So to make my point I referred Pravat to Ed Schein’s Videos. We need to model curiosity and listening rather than tell people what to do like so many leaders do in Asia.

By the way, Maja is the support to bring Ed Schein virtually to do the opening keynote at our next Asia OD Network Summit in Bali. Ed totally transformed last year’s Summit in China. He engaged all the CEO’s in the room deeply on the spot.  He confronted them and said that they “WERE THE CULTURE.” And then he listened to them and then suggested that they listen to all the participants. Maja then broke the Summit into groups and each of the 7 CEO’s had their own breakout group. One could hear a pin drop because the listening was so intense.

Our summit coming up will have Peter Block join Ed and it will be a WOW!!!  Stay tuned!!


Roland for Maja

The Use Of Nutrition To Reverse Our Top 15 Killing Diseases

January 23, 2017

I am a whole system transformation consultant.  Such means I need to be helpful to the whole person of my client. I have two CEO clients right now dealing with cancer. My research on how to help has transformed my life and my diet. I offer this to my two friends

I dedicate this to my two friends who not do not have cancer but showed interest in my  health research .  They are: Dr. David Noer and Lenny Lend.  Maja and Mr.

Maja, my wife and Mr. Lend are working on putting together a stranger whole system transformation experience in Bali October  20 to 22nd, 2017. Doctor

Doctor Noer is writing an exquisite book on the history of OD.  All of us have been colleagues since the 70s.

I believe David went to Pepperdine a year before I did in the late 70s. He was the leader of the famed Center for Leadership and has contributed a great deal to the world of change.  I follow  on LinkedIn like a puppy follows their master.

Mr. Lind,  founder of Co-Vision is my first choice for any technology support for my large group interactive active events.  In fact, no one has the advanced technology that he has and understands the uniqueness of one of my large meetings.

Link to a wake-up call to transform your whole person through nutrition. We have the science. The research exists. Here in my mind is the person who is doing the most thorough research on health nutrition in the world today. All of his information and facts are available free of charge to anyone. His work is being translated into many languages.


Values and Family Business: Differentiating Organization Change from Change Management

November 14, 2016

Yesterday, I blogged about a recent student and client, Jen Todd,  hitting the bell of  phenomenal success.  Now, here is one of my students from the 70s becoming famous in Europe. Dr. Randel Carlock was a student of mine at the University of Minnesota.  He then became one of my first clients where we published utilizing Whole System Transformation (WST).  We transformed his entire chain, Audio King.  All six or 700 employees were involved.  We staggered the two summits so that half of the people were back serving customers.  One practical action that came out was simply that, each customer was to be greeted within four seconds of walking in the door.  So much occurred. Randy  received standing ovations. Individual, team,  store and system-wide actions and commitments were established with a measurement system.  All became one heart and one brain. Randy became closer to his employees than ever before.  He radiated as a leader.  Everybody loved Randy. Everyone was excited about executing the  new vision just created by the executive team in Phase 1 of my intervention.

Managers  who utilized and practiced the new values that we co-created went on to be stars at Apple or Best Buy!!!

For those of you who know me.  I am all about values and valuing and letting the values of the group naturally emerge rather than impose like most HR people do.  This is a beautiful article  on values and the family business. Most of our organizations today are family owned businesses.

And  to say the least,  I’m so proud of a previous client as well as a student, Dr. Randel Carlock, who is making his mark big time in the world of change.  It looks like my obsession with values sunk into Dr. Carlock’s consciousness.

Click here to view a video and article

Here in my usual stream of consciousness mindset is a link to Change Management Standard which I believe do not have the ability to harmonize work with values and culture.  For example, Peter Block says that organization change must be about  relationships.  Relationships are value ladened.  If I recall,  the word relationship only appears once in the context of human dynamics in the standard for change management.

I believe that the focus on values is one of the differentiators  between change management and organization change.  We deal with the emotional intelligence of a system.  We are not trainers. We are process people.  We are not quality circles  on  steroids from the 80s  with modern project management tools losing employee energy in problem-solving.  I realized that there is less focus on problem-solving today than there was yesterday.  And change management is finally starting to understand agility   and not be so focused on tools.

For a link to the first of 15 videos,  search YouTube “Standard for Change Managment Sullivan.”

or here is the link to the prelude:

The crucifixion of change management!

These videos were prepared as a response to an invitation for feedback from the standard planning and designing committee.  My heart is totally behind them.  I’m just trying to bring in the influence that I received from 50 years of working with the masters of organization development in the Kurt Lewin legacy.  Values always surfaced deeply in the T-Group.

One of my recommendations was to cut out the 40 or so steps that were to be taken before anyone even started a change management effort.   I counted the cost of such of the people’s time and the consultant cost.  We were into the hundreds of thousands of dollars before we even started.  My process has the executives by the heart within three hours of their time.  Such happens from working in the field every day for 50 years.

Change management was allegedly created by engineers.

But I still love Scott Ross, who invited my feedback,  just the same,  he really has his heart in the right place.  He and his wife  are so  authentic and well-meaning.



Are U interested in being a change maker? If so, here is a super lab with my pal, Jen Todd.

November 12, 2016


My comment to this video:

Fantastic. Jen is super. Jen & I transformed Allstate. She is one of those people that is most closely aligned with who I am. So if this speaks to you, do not hesitate to attend. Jen and I are transforming economically poor women in Africa with my Whole System Transformation (WST) separately.



She talks about going non-stop as a corporate change agent. I go non-stop serving. I meditate when I am not working. I watch no TV. Even have given up my Minnesota Vikings. I love Jen and everything she is about. She is one of the best OD consultants that I know. Her small daughter is a joy. My daughter looks up to her.


Click here to view the incredible invitation.

Experience her honesty and her energy!!!


Jen was the person I transferred my WST to in the case below:

Case #2: Allstate ORGANIZATION DEMOGRAPHIC • The company is the nation’s (USA) largest publicly-held personal lines insurer and provides products to more than 17 million households. • The Customer and Enterprise Services (CES) group served as a pilot group. • It includes most of the organization’s call centers and back office functions that delivers crucial services to both premium-paying customers and internal business units. • It works with more than 220 million customer interactions each year CHALLENGE • The end customer and internal business clients were asking the CES group to change. • Customer loyalty and satisfaction had been stagnant at best and needed improvement in direct sales/service and product support. • The business clients were asking for CES to improve cost effectiveness and support them in meeting their business goals. • It was clear their customers and clients had become very dissatisfied with their support. PROCESS See figure 1 RESULTS • Six million USD was spent on the intervention. A measured 100 million was realized. • The customer index went up from 77 to 84%. A new transformation department was created of now 20 internal transformation consultants.


Email me if u wish the publications of this case.






An authorative outlook for Aisa- 2017.

November 10, 2016



2017 Outlook of Asian companies

Skimmed this. May be useful for those leading change in Asia.

I just learned in David Rock’s leadership Summit

link to neuroleadership Summit

that we really can not plan out to the future like we once did. To0 much change happening. I think we need to plan with a critical a mass of the organization what we are going to do NOW.

All and all. We have a wonderful future.  whole system transformation will speed up the path to the wonderful future.

With my wonderful pals from Asia. My heart just jumps when I see them. They are so innocent. So curious. So trying hard to make it. They are plowing the ground for a  wonderful India-2020.  My friend on the left had the most wonderful personal transformation in our executive team intensive.





Free Great Organization Change Webinars certified by Roland (LOL)

November 4, 2016

Trust me. These will be good. Here is the link to register .

Look forward to the IODA and Asian OD Network collaboration putting on the Third  World Wide Organisation Change Summit at the  most beautiful campus in Thailand at Assumption University in 2020. 

And join us for the Asia OD Network Summit October, 2017 in Bali. Yes. Bali. Peter Block and Barbara Bunker and the top CEO of the largest  bank in Asia will keynote. ISODC is co-sponsoring with AODN. 


Integrating Culture with Leadership Development and Strategic Planning

October 31, 2016
I answered the following question at Best Practice Institute:
How do you measure culture change in your organization once the desired culture has been defined and actions have been taken to live into that culture? We have used various measurement techniques in the past that are primarily qualitative and perception based (examples: employee surveys, interviews and focus groups). Do you use any different metrics/methods that giving a better view into identifying the progress toward the desired culture? What were your lead and lag indicators of progress? In your experience, how long did it take to see the impact of culture change on operational excellence and business results?
Asked by:
Tracy Gowens, Senior Organizational Effectiveness Consultant, Allstate On 11:14am ET, Fri, Oct 21, 2016

What a question!

Here is my big truth.

Anyone who focuses just on the whole culture of a system is more apt to fail.

Schein will say so. Schein was the first to publish on culture. I was just with him in China when he said that the CEO is the culture. So I say, start with the leadership. We will have his video available in the next few months.

Now allow me to be being a heretic. The most powerful woman ever to live in organization effectiveness in my humble opinion is Katie Dannemiller. She often said that if you need to measure you’ve just failed. Why? Because if transformation was created, a shift in the identity or culture of a system would occur. This is big time effectiveness. The caterpillar becomes the butterfly. The results are so extraordinary that everyone knows and especially the CEO or top executive in charge of the system knows that the intervention was awesome. That is why Ford today still uses her process. I just heard about culture success at a Ford plant in India.

You mention employee surveys. I think they are mostly a waste of time. Employees hate them. Nothing ever happens with the results. There are exceptions. Allow me to give you one story. This is from one of the largest corporations in the world. They have 500 business units or businesses. They did culture work. All 500 business units were mandated to take an employee survey from gallop around engagement. Their group jumped to number one. All because of the engaging integrated whole cultural journey that was utilized. That is a culture change… naturally and spontaneously.

Here’s another point.

This is what I’ve been purporting at Best Practice Institute for many years:

Cultural change must be integrated with leadership development and strategic planning or business goal setting. Without this effort being synchronized and started from the top, the intervention will not be as effective.

Few people hear me.

Harvard research with over 1,000 CEOs around the globe say that Leadership Development gets a big fat “F’. Why? Because the CEOs’ say it does not connect with the strategic planning. And Ed Schein will say that culture work fails because it is not connected with the business. We have all heard the words of Drucker: “culture eats strategy for lunch”. So I say, integrate all three. Now you may not be able to start with Tom at the top. Instead, I say start with a leader that you know who lives the kind of culture you know is best for the organization. Go work with them. Then spread to others. At last, you will get Tom’s attention and then work with him.

You mention interviews and focus groups. Interviews that we really do in our whole system transformation effort at Best Practice Institute are to interview the executives in the first phase. In phase 2, when we work with the organization, interviews are not cost-effective. At that point, we gather the data with the design team and then also in the culture shifting transformative event real time.

Right now we are doing our data gathering with smart phones.

We also do numerous focus groups. Focus groups hold the top and others accountable.

Tracy. You ask how long will a culture change take. Chris Worley who in my mind is the number one academic leader in OE says that we no longer can plan change. The results must be immediate.

So I think it’s passé to believe that it takes a long time to change a culture. Done right, it should only take as long as the critical mass is involved in large group interactive experiences. For me, the cultural shift best happens in large groups of 300 to 2000 people. The groups must last at least three days. And the leadership must first have the culture change itself.

Allow me to give you another story. Ed Timberlake was instructed by the CEO for a Fortune 200 company to go find out how long it would take to change their culture. He came back and he said it would take 4 to 5 years. (This was 10 years ago.) The CEO said go look again: “I do not have four years”. He looked and he found and used Whole System Transformation. Culture change was caused immediately. There were nine standing ovations in the first top executive summit of 350. Ed received the first one. Nine standing ovations were the research!! The case is on tape someplace. Oh, then the Board was challenging the CEO why they flew 300 executives from around the USA three-day meeting. And he said, “see this line item on the budget, you have directed us to increase such for years.” We just did.

Clearly, you can see that NO evaluation was needed. Organizational effectiveness must produce instant results.

Tracy, you are asking the right questions. My experience is there is no easy answer.

Hope this helps.

Oh. Allow me to give you one last story. I was with Kathie Dannemiller & Dick Beckhard (who named OD with Herb Sheppard) in Mexico City with 400 OD people in the room. Kathy Yelled! “Stop working in small groups! You are doing a disservice to your clients. It is not fast enough. It is not deep enough. It does not impact the culture. It is not cost-effective. One needs to get system in the room.” Beckhard, just nodded in agreement with his head and smiled.

My point in sharing this is to say, it is not effective to be working any small groups any more.

On a side note. Both Dannemiller and Beckhard along with Bennis were two of the key start up advisors to Lou Carter here at Best Practice Institute.

And I apologize for one last comment..those who know me… know that I always have one more story!

Blanchard (One Minute Manager fame for you young people) said 30 years ago that he could create more culture change in a well planned three-day event than he could working in an organization every day for two years.

Well, I am not sure if I have been helpful… but at least I opened new challenges

Great OD consultants are HEALTHY!

October 17, 2016

I believe one needs to be healthy in tapping one’s potential to be effective as a change agent.

Each of the following Doctors has a unique twist on health but all essentially believe the same – a movement toward whole plant food based diet. And a couple of us would add – mostly raw and organic.

Around 1974, I often met with Sam Campbell who was in charge of OD at Honeywell. We put in over 400 quality circles in Honeywell. When we had lunch I never ate what all others were eating. I brought my own food. It was quite a risk to take a stand and eat the way I knew I should especially in the highly professional corporate world when I was still a young professional.

In any case, I was influenced to be and eat such by Dr. Ornish.

  1. Dr. Ornish:

I have known Dr. Ornish since the 60s. I am a direct disciple of Dr. Sivananda. Dr. Ornish mentions Swami Satchidananda in the first video below.  Satchidananda studied and lived with Dr. Sivananda for 7 years in Rishikesh, India.  Dr. Ornish, from Harvard, studied with Satchidananda for 7 years as I did. Dr. Ornish has the first food research in the food revolution that is here now!!

Indirectly, my mentor, Dr. Sivananda is the seed to dramatically change health worldwide. He said that the number 1 dynamic is what one puts in one’s mouth. We ARE what we eat.

2.  Fuhrman

3.  Clement from Hippocrates Institute

I was involved with the founder of Hippocrates, Ann Wigmore, in the 70’s and live on all pure fresh food each summer

Dr. Mercola who does the interviewing has been on my secondary email list for 30 years

I also learn from what David Wolfe sends me in Facebook. David was a client of mine at the time that Monsanto money did real injustice.

4.  Dr. Stephen Sinatra

I studied also with Fritz Peals in my OD training at the Esalen in the 60s and 70s.

5.   Dr. Hans Diehl

6.   Dr. Gabriel Cousens

I first met Gabriel in the late 60s. He went off to study with Muktananda in India for 7 years. I was already studying with Sivananda then. I believe he is one of the best at research in terms of raw organic food.

A panel of most of the above:

Now if you watch all these videos then you will realize that YOU are responsible for your own health.

I am an OD professional who is getting bolder in my life. Thus, I say that one must change one’s self first before attempting to help others change.


Roland and Maja